Finding a mentor who can help you achieve your career goals is not an easy task. You need to consider many factors, such as your field of interest, your personality, your expectations, and your availability. But how can you find a mentor who is the perfect fit for you? Here are some tips to guide you through the process of finding and connecting with a potential mentor.
Before you start looking for a mentor, you need to have a clear idea of what you want to accomplish with their guidance. What are your short-term and long-term career goals? What skills do you want to develop or improve? What challenges do you face or anticipate? Having a specific and realistic vision of your goals will help you narrow down your search and communicate your needs to a potential mentor.
Having been a mentor in various organizations, I'll have to say something that is Key: Find a Mentor that has "weight" on the organization. Because there is nothing more frustrating that to invest time and effort in a mentoring process, and find it leads to "nothing".
While seeking a mentor who aligns perfectly with your career goals is ideal, it can be more beneficial to find someone who can help you enhance your existing skills and develop new ones relevant to your career. This can be invaluable for your professional development. For example, a mentor of mine is a librarian who has shown me the power of reading a book every week. While I don't want to be a librarian, the ability to read comprehensively is essential in fintech, and is invaluable in my professional growth.
First and foremost you should look to identify certain attributes in a person that you would like to mentor you. Empathy is not only crucial but also a sustainable factor when it comes to mentoring. A person should have the ability to fit in your shoes. A mentor will be a person that was in your situation, resonates with your work and career goals and will help you achieve your greatest potential. Other attributes you should identify in a mentor is openness, active listening skills and establishing good communication channels. There is a huge difference between mentoring and coaching. A mentor should also be a coach to achieve substantial growth!
Right now , I’m in the process of transition from a healthcare role with direct patient contact role that I held for more than two three decades. Due to onset of the pandemic- I had decided to change the trajectory of my career to roles that won’t expose me to infectious sources for medical reasons. The steps I’m doing: 1) determination of my goal/s ( mentioned above); 2)consider a long term -10 year career objective (since I’m still that long prior to retirement): a)to enjoy this new career journey; b)to grow/replenish my eggnest; c) to make this stage of my career as unforgettable. 3) I need to improve on my technical skills; 4)connect with mentor on LinkedIn who can guide me in my career path; 5) maintain my connections
Here are some questions you can ask yourself when creating a list of potential mentors:? Do I look up to this person? Am I able to work well with this person? Can this person guide me toward my professional goals? Is this person happy in his or her career?
Once you have defined your goals, you can start researching your options for finding a mentor. You can use various sources, such as your network, your workplace, your professional associations, your alumni groups, or online platforms. You can also ask for referrals from people you trust or admire. When researching your options, look for mentors who have relevant experience, expertise, and credibility in your field of interest. You should also check their availability, reputation, and feedback from previous mentees.
Segment potential mentors into “generalists” and “specialists,” as some mentors are inherent all-rounders while others are better at offering specific guidance. It sets a clear requirement of the assistance you require, and you can actually assemble a portfolio of specialists, if needed.
Researching your options is essential for finding a mentor matching your goals and expectations. You should explore different sources and seek recommendations from your network. You should also evaluate the potential mentors based on their experience, expertise, and credibility in your field. Moreover, you should consider their availability, reputation, and feedback from other mentees. By doing so, you can find a mentor who can offer you valuable guidance and support.
I think, if you know where you′re going and you are able to accept that you don′t know everything then you are going to find your mentor. Let me explain: knowing your assignement defines who you are in your core > results to the fact that you′re going to know exactly who you need and the most important thing: when.
Thanks to the current development of programs aiming to engage young students in academic fields, navigating this research process can be more accessible. It depends on our ability to identify the right programme that aligns with our current needs and desires. When necessary, one effective strategy is to explore professional social media platforms or online forums where passionate individuals share insights on their respective topics. This approach proves to be an incredible way to discover valuable opportunities. It's important to get an overview of the person, enabling us to make informed choices. When reaching out to potential mentors, always bear in mind that they are the ones deciding where to invest their valuable time!
A mentor should use heart and mind to grow. Whoever you make a mentor, see what he is doing now, where he is.. he can become your mentor or not etc etc.. You see whether he will take you forward in your life or not..wherever you want to go further search in that field who can help you..this is my opinion..
After you have identified some potential mentors, you need to reach out and connect with them. You can send them a polite and professional email, a message on social media, or a phone call. You should introduce yourself, explain why you are interested in their mentorship, and ask if they are willing and able to mentor you. You should also be respectful of their time and preferences, and avoid being pushy or demanding. If they agree to mentor you, you should arrange a meeting or a call to discuss your goals, expectations, and logistics.
This is, perhaps, the most intimidating part of the process. Reaching out. Fear of rejection undoubtedly plagues a vast majority of us in the world. However, if things are done methodically and empathetically...reaching out could be the best thing in your life! I've actually found in the past year that many professionals are willing to become mentors to those who seek mentorship. A thought: those who seek to offer mentorship could indicate that somehow in a post or in their bio so it's less intimidating for potential mentees!
Once you have decided who your mentor is, you should contact them.. you can mail them, you can call them, message them or even meet them face to face.. to be your mentor. Convince and convince them why you are suitable to be one of their students.
By constantly meeting people who seem to have walked the path you want to. Seniors in University , friends , office colleagues , your boss at office. Some day you will find the person who inspires you and enables empowerment and that's your mentor !
Look for professionals who have achieved success in your desired field. Networking: Attend industry events, conferences, and seminars to connect with potential mentors. Leverage platforms like LinkedIn to identify and reach out to potential mentors.
Be aware that people will generally be busy and really good mentors are contacted regularly. So offering something for them in return is a great way to offer a "quid pro quo" (Latin = something for something) solution and they are more likely to respond. Even something small like an article in their field of expertise they may find interesting or a skill that you have which may be valuable. If you are young, how about some reverse mentoring? Offering your experience and viewpoint as a younger person in our environment today. Google reverse mentoring for more info!
After you have connected with a potential mentor, you need to evaluate the fit between you and them. You should consider factors such as your rapport, your communication style, your values, your feedback style, and your compatibility. You should also ask yourself if you feel comfortable, inspired, and challenged by them. You should also be honest and open about any concerns or issues that may arise. If you feel that the fit is not right, you should politely and respectfully end the relationship and look for another mentor.
This is the most important part and a fit should not be something an organisation chooses for you but something you find organically over time. My current mentors were never assigned to me and have lasted through various different organisations that I work in and still offer good and sound advice whereas the mentor that was assigned to me is no longer even in contact.
It's also important to sometimes understand the myths associated with mentoring. For example: Not all mentors have to be from the same area of work or share the same experiences, not all mentors have to know us personally. Also , not all mentor mentee relationships have to be based on spending a lot of time together. A good fit sometimes works outside of these factors too !
Please don't be afraid to think out of the box (don't mind the cliche!), value the difference in your opinions and backgrounds and when you need help in soft skills try to go for a mentor completely out of your field, they might have precious insights.
You need to identify personal traits, personal values, career prospects, achievements and accolades,moral values.These could be underestimated but sometimes people of high quality achieve high quality goals.Its about what drives them,what motivated them,what keeps them going during tough times.Do they have discipline?are they resilient? These are key to possible success.
If you feel that the fit is right, you should establish the relationship with your mentor. You should agree on the goals, expectations, boundaries, and rules of the relationship. You should also set a schedule, a mode, and a frequency of communication. You should also decide on the format, the content, and the duration of your sessions. You should also clarify the roles, responsibilities, and expectations of both parties. You should also sign a mentoring agreement or contract if necessary.
Consider collaboratively creating a personalised mentorship agreement that outlines expectations, goals, and communication preferences. This document can include details about frequency & mode of communication, preferred mentoring approaches, and specific career development objectives. Regularly revisit & revise the agreement to ensure that both parties are aligned and satisfied with the mentorship experience. If challenges arise, use the agreement as a reference point for discussion. This proactive approach encourages transparency and ongoing evaluation, making it easier to address issues and adjust the mentorship dynamic if needed.
Establishing the relationship is a very important part of your career. People usually create a relationship but maintaining is the biggest challenge that is faced by individuals. You should also decide on the format, the content, and the duration of your sessions.
As a student aiming to establish a mutually beneficial relationship, it's essential to foster an environment where both parties can learn from each other. Begin by openly discussing shared goals and expectations, setting clear boundaries and communication preferences.
Once you have established the relationship with your mentor, you should maintain it by being proactive, respectful, and appreciative. You should prepare for your sessions, follow through on your action plans, seek and apply feedback, and track your progress. You should also communicate regularly, update your goals, and address any issues or conflicts. You should also show gratitude, recognition, and support to your mentor. You should also review and evaluate the relationship periodically and make adjustments if needed.
Maintaining a relationship in this day in age is extremely difficult and will only work if we are intentional and proactive. What has helped me in the past is scheduling meetings on the agreed frequency for at least 3 months in advance. Then evaluate how the meetings went after the 3 months and do the same thing for the next 3 months until the full year is covered.
Approaching relationship with your mentor as a vital part of your work is highly important! In the end of the day, you want to grow and improve, right? So do your homework, establish your goals together with your mentor, have a plan for each meeting and leave every sync with a list of action points. This is how you'll get the most of the relationship and look back on it with gratitude and respect. Remember, that a mentor from your organisation can greatly contribute to your performance review as well!
This is where it could be tasking... Maintaining a relationship requires patience and persistence. Each time you communicate with your mentor, ask questions that guide you on how best to keep in touch. Agree on meeting times and stick to them. Note: If your mentor gives you the freedom to reach out anytime, be considerate and do not take that opportunity for granted. Don't get "too comfortable" and lose your sense of purpose. Take every meeting moment as fluid gold.
Understand some mentors will be in your life for a reason, a season and a lifetime so treat each mentor you get connected to with the utmost sense of value. One day, you'll be mentor to someone.